Remember the quote by Benjamin Franklin, "Tell me and I forget. Teach me and I remember. Involve me and I learn."? So the first step to overcome skepticism and drive change is to involve people, to engage people. Openly and honestly talk to people. Ask them why they are reluctant to change. Remove all those barriers of rumors, festering worries, hesitation, and even untruths about the change process by honest, sincere dialogues. Then you'll need to listen. Effective listening is the key to success. Is involving enough? of course not. Yo'll need to involve and evolve. Finally stay the course, make timely decisions, stick with them, and see them through the process of change.

Rather than asking 'Why should we change?', perhaps we should ask 'What harm are we perpetuating by not changing?' Exclusion skips valuable talent. Consider what we lose: vital perspectives, untapped talent, innovative solutions. McKinsey's research shows companies in the top quartile for gender diversity are 25% more likely to deliver above-average profitability. Those in the top for ethnic diversity outperform by 36%. And teams with greater diversity solve problems faster, make better decisions, and drive innovation. Change is challenging. But discomfort with change doesn't justify the harm of exclusion. The core principle that every qualified person deserves a fair chance to contribute cannot be up for debate.

First recognise that it's natural for there to be doubts about any form of change. People process change differently and engagement requires a range of tactics and a clear strategy. Data always helps so ensure that people truly understand: - the business case for change - the rationale for inclusion and what great inclusion looks like - the vision, journey and roadmap - then work on involving and engaging them (i.e. role model the change you need to see). If you've done this properly and build in review and feedback points, you'll be able to adjust along the way as there will always be pushback moments and low points. Data & remaining true to the foundations will help you navigate through those points, especially when the subject is emotive

To overcome skepticism about inclusivity initiatives and drive change, start by clearly communicating the business and moral case for inclusivity, highlighting its benefits such as improved innovation, employee engagement, and market competitiveness. Share data and success stories from other organizations to demonstrate the positive impact. Engage skeptics by involving them in discussions, listening to their concerns, and addressing them directly. Provide education and training on inclusivity to build awareness and understanding. Lead by example, showing commitment through leadership actions and inclusive policies, while celebrating small wins to build momentum and gradually shift mindsets.

Share data and success stories that demonstrate the benefits of inclusivity initiatives. Involve team members in discussions to voice their thoughts. Foster open communication and showcase small wins to build trust and enthusiasm for the change.

Good input, below! Here are my adds... Inclusion is an extremely emotional topic. Behind skepticism is likely fear, one of the strongest emotions, which can countered by TRUST. Your words and behavior do a lot to build/damage trust. But, if you want to get at the reasons behind the behaviors, feelings and emotions, you have to address a person's core beliefs. These can be painful, are frequently dysfunctional, and therefor remain largely hidden by most people. You may have to calculate or carefully make an educated guess (more is too long for here) in order to broach the subject. Making the case for why that belief doesn't apply is the only way to truly reverse the skepticism/fear. (that sounds more complicated than it is, but hit me up).

Siempre habrá tiempo para una estrategia de "benchmarking" sin duda, siempre hay ideas poderosas que otras empresas ya están aplicando que ayudarán a disminuir el escepticismo en nuestro equipo. Uno de los tips que puedo comentar es aplicar es una comunicación asertiva, transparente y con propósito, debemos expresar lo que como personas y empresa ganaremos, lo cual puede ser una Cultura más enriquecida, un mejor posicionamiento como Marca empleadora, Ayuda en creación de nuevos proyectos e incluso la propia madurez corporativa. ¿Podemos hablar de crecimiento, dejando a un lado la inclusión? Es muy posible que no. Aplicar estrategias de sensibilización a la inclusión nos convierten en una empresa más humana e integral. TODOS GANAMOS

Focus on clear communication, demonstrate tangible benefits, and involve employees in the process. For example, if employees doubt the value of inclusivity programs, start by explaining how these initiatives can lead to better team collaboration, innovation, and job satisfaction. Share data or success stories from other organizations that implemented similar initiatives and saw positive results. Next, involve employees by asking for their input on inclusivity efforts and offering opportunities to participate in workshops or working groups. When they see the real, positive impact of inclusivity on their work environment, skepticism will gradually turn into support as they feel more invested in the change.

Overcoming skepticism about inclusivity initiatives requires a thoughtful approach. I often start by engaging stakeholders in open conversations to understand their concerns in order to foster trust. Also, interrogate the idea of what could happen if there is no change. Follow this up by sharing data and success stories that demonstrate the impact of inclusivity on organizational performance or lack thereof. Also, involve team members from various backgrounds in discussions then implement pilot programs that can help test initiatives, and regularly communicate the progress to build confidence and support for ongoing change.